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In a recently published report from IDC, Peter McStravick observed that as chief learning officers look for more ways to derive value from investments in workforce development, corporate training functions will continue to undergo significant change (McStravick 2007). While training continues to play an essential part of organizational life, most successful organizations know that corporate learning is no longer just about training. In today’s hyperintensive workplace, forward-thinking organizations are turning to enterprise learning in their quest to be better informed, better skilled, supported at the point of need, and more competitive in their respective marketplaces. Enterprise learning makes learning part of the organizational DNA, where data from operations informs marketing efforts, which may, in turn, better supports sales and channel partners and make customer education easier to manage.
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